Management Notes

Management Notes

Reference Notes for Management
On the Job Training Method

On the Job Training Method – Concept, Features, Steps and Types | Human Resource Management (HRM)

by

On-the-Job Training Method

Concept

On-the-job training is training provided to employees while they are performing their job duties at work. Employers use this method to acquire skills, knowledge, and competencies that are necessary for them to perform their job duties efficiently.

Key Features of On-the-job training

The following are some key features of on-the-job training:

i. Learning by doing: On-the-job training is a hands-on approach to learning where employees learn by performing tasks and duties related to their work.

ii. Real-time feedback: Feedback in real-time helps employees to identify areas that need improvement and adjust their performance accordingly by receiving real-time feedback from their supervisors or trainers.

iii. Job Specific: Training that is job-specific focuses on developing skills relevant to the employee’s job role, which means the training is tailored to the employee’s needs.

iv. Cost Effective: The cost-effectiveness of on-the-job training can be attributed to the fact that it does not require expensive equipment or resources.

v. Convenient: Employees and employers can both benefit from on-the-job training as it can be conducted during regular working hours, minimizing disruptions to their schedules.

Steps Involved in Implementing On-the-job Training

A few steps involved in implementing on-the-job training are as follows:

i. Identify Training Needs: Analyze the employee’s job role and identify the specific skills and knowledge required.
ii. Develop Training Plan: Prepare a training plan outlining the training goals and objectives, the training methods, and the evaluation criteria.
iii. Assign a trainer: To make the training process run smoothly, assign a trainer or supervisor to provide guidance and support.
iv. Conduct Training: Provide hands-on training by allowing employees to apply and practice new skills during training.
v. Provide Feedback: Provide the employee with feedback on their performance, highlighting their strengths and weaknesses.
vi. Evaluate Training: The effectiveness of training can be evaluated by assessing the employee’s performance after the training.

As a whole, on-the-job training provides employees with the necessary skills and knowledge to perform their job duties effectively while minimizing disruptions to work schedules and reducing training costs.

Types of On-the-Job Training

On-the-job training is a broad term that encompasses various training methods that can be used to develop employee skills and knowledge. Here are some common types of on-the-job training:

1. Apprenticeship

An apprenticeship is a form of on-the-job training where a trainee, called an apprentice, is taught a skill or craft by a skilled worker, called a mentor. Construction, manufacturing, and the automotive industries, where specialized skills are needed, often use this type of training.

Apprenticeships allow a worker to gain hands-on experience and acquire skills in a variety of fields, such as carpentry, plumbing, electrical work, or welding, by working alongside a mentor. Additionally, apprentices may receive classroom training, which teaches the trade’s theoretical aspects.

Merits of Apprenticeship

Some of the merits of apprenticeship are as follows:

i. Hands-on Training: An apprenticeship provides hands-on training, allowing an apprentice to develop the skills required for the trade in a real-world environment.

ii. Getting practical experience: Apprenticeships provide apprentices with the opportunity to work on real projects and tasks, which will prepare them for future positions.

iii. Skill development: Upon completion of the apprenticeship, apprentices will have acquired specific skills relating to their industry, making them job-ready.

iv. Mentoring: Apprenticeships provide the apprentice with the opportunity to work closely with a mentor, who can provide guidance and support throughout the training process.

v. Career Advancement: The apprenticeship program offers a pathway for career advancement in the industry since apprentices learn highly sought-after skills.

Demerits of Apprenticeship

Some of the demerits of apprenticeship are as follows:

i. Training duration: Apprenticeships typically last one to four years, which makes them unattractive to some potential trainees.

ii. Low Wages: A lower wage for apprentices can be expected, particularly during their early training phases.

iii. Opportunities are limited: Apprenticeships may be restricted to certain industries, which can limit the trainee’s career options.

iv. Mentor quality: Mentor quality can vary greatly from one mentor to another, which makes the apprenticeship a success.

v. Physical demands: Many trades require physical labor, which can be physically tiring or injury-causing.

When it comes to training, apprenticeship can be a highly effective method for gaining specialized skills and pursuing a career in a particular trade. Some trades, however, may not appeal to some potential trainees due to their lengthy training, lower wages, and physical demands.

2. Job Instruction Training (JIT)

A form of on-the-job training known as job instruction training (JIT) involves training employees how to perform a specific task. Manufacturers, producers, and service providers use this type of training to teach employees specific processes or procedures. In JIT, the trainer provides trainees with clear instructions and demonstrations so they can practice the task until they become proficient.

Merits of Job Instruction Training

Some of the merits of Job instruction Training are as follows:

i. Cost Effective: Training is more cost-effective with JIT as it takes place on the job, thereby reducing the need for expensive off-site training.

ii. Quick Implementation: A quick implementation of JIT allows new employees to start working on the job right away.

iii. Consistency: JIT ensures consistency in training, resulting in improved productivity and consistency in job performance.

iv. Easily modifiable: Trainers can update training as processes or procedures change with JIT.

v. Enhanced quality and reduced errors: JIT ensures that employees complete tasks correctly, reducing errors.

Demerits of Job Instruction Training

Some of the demerits of Job Instruction training are as follows:

i. Inflexible training environment: JIT is structured training, which may not be suitable for employees who prefer a more flexible learning environment.

ii. Limited Scope: The scope of JIT is limited to teaching specific job tasks and may not provide a broader understanding of the job description.

iii. Time-Consuming: It can be time-consuming to conduct JIT training, as trainers must prepare and deliver training sessions.

iv. Engaging trainees: JIT relies heavily on trainee engagement, and a training program that is not motivating or engaging may not be effective.

v. Proficiency of trainees: JIT assumes trainees will be able to acquire skills and perform tasks quickly, but some trainees may need more time.

A job instruction training program can be an effective method of teaching specific job tasks and procedures. Nevertheless, it may not be suitable for employees who need a broad understanding of their job role or prefer a more flexible learning environment. Trainees need to be engaged, patient, and able to adapt the training to their needs in order for JIT to succeed.

3. Internship

The internship program is a type of on-the-job training for students or recent graduates that provides them with practical experience in a particular industry or field through unpaid or paid work. During an internship, the intern will be able to apply their theoretical knowledge to real-life situations and gain hands-on experience.

Merits of Internship

Some of the merits of an internship are as follows:

i. Real-world experience: The internship experience helps students apply their theoretical knowledge to practical situations by providing them with real-world experience.

ii. Networking: Internships provide students with the opportunity to network with professionals in their field, providing opportunities for future employment after graduation.

iii. Skill Development: Internships allow students to acquire new skills and gain practical experience in their field.

iv. Experiential learning: Internships give students the opportunity to gain first-hand experience in their field and learn more about it.

v. Building resumes: An internship provides students with valuable experience that can be added to their resumes, making them more appealing to employers.

Demerits of Internship

Some of the demerits of an internship are as follows:

i. Unpaid or Low Pay: Many internships are unpaid or offer low wages, making them difficult for some students to afford.

ii. Limited job prospects: Some internships do not lead to full-time employment, and some students may find it difficult to find a job following their internship.

iii. Lack of Structure: There can be a lack of structure in internships, and some students may find it difficult to navigate their expectations and responsibilities.

iv. Limited Supervision: The lack of adequate supervision may make it difficult for interns to learn and develop their skills.

v. Limited Scope: An internship may only involve a specific project or department, which could limit the intern’s exposure to the industry.

An internship can be an excellent training method for students and recent graduates to develop new skills and gain practical experience. In some cases, it may not be appropriate for everyone, especially those who cannot afford to work for free or have limited job opportunities after completing their internship.

Employers should provide adequate supervision, clear expectations, and learning and development opportunities for internships to ensure their success.

4. Job Rotation

In job rotation, employees rotate through various departments and roles within an organization as part of on-the-job training. A job rotation program is intended to provide employees with a broad understanding of the organization’s operations, as well as to help them develop their skills and knowledge.

An employee rotates from one job to another, during which they are trained for each job they are assigned. This type of training may last a few weeks or several months, depending on the organization.

Merits of Job Rotation

Some of the merits of job rotation are as follows:

i. Employee skill development: By rotating jobs, employees can develop a wide range of skills, making them more versatile and valuable to their organizations.

ii. Collaboration across functional lines: Rotating jobs encourages cross-functional collaboration and communication, resulting in higher levels of teamwork and problem-solving.

iii. Career Development: Providing career development and advancement opportunities: Rotating jobs allows employees to gain a more comprehensive understanding of the organization’s operations, which opens up new career possibilities.

iv. Reduced boredom: Job rotation can help reduce employee boredom and burnout by providing them with new challenges and opportunities.

v. Job Satisfaction: A sense of variety and control over their career development can increase employee job satisfaction through job rotation.

Demerits of Job Rotation

Some of the demerits of Job Rotation are as follows:

i. Workflow disruptions: Moving employees from critical roles can disrupt workflows and productivity.

ii. Training Cost: The cost of training employees for each new job assigned can be high, since job rotation requires them to learn new skills.

iii. Employee resistance: Some employees may oppose job rotation, preferring to concentrate on a single position or role.

iv. Temporary Loss of Productivity: The transition to a new role or department may result in temporary loss of productivity for employees.

v. Time-Consuming: As a result, job rotation can take a considerable amount of time, as it requires careful planning and coordination to ensure that employees are well-trained and transition smoothly from one position to another.

As a training method, job rotation can increase employee satisfaction, promote cross-functional collaboration, and promote cross-functional collaboration. In addition, it can be expensive and time-consuming to implement, and it may not be appropriate for all organizations or employees.

Job rotation must be carefully planned and coordinated with employees’ buy-in and participation encouraged to be successful.

Smirti
Latest posts by Smirti (see all)

Leave a Comment